How much funding can be received?

Funds up to 50% of admissible expenses, capped at $100000 per project.

What is the deadline to apply?

The deadline to apply is not specified.

Who are the financial supporters of the Workforce Training Measure (MFOR)?

Workforce Training Measure (MFOR) is funded by Gouvernement du Québec

What are Workforce Training Measure (MFOR)'s eligibility criterias?

All businesses can explore their various funding opportunities By contacting our Service Québec Office, a designated advisor will be assigned to you

Workforce Training Measure (MFOR)

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QC, Canada

Workforce Development Program Supporting Employee Training in Québec

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Grant and Funding

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Gouvernement du Québec

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This program supports employee skills development through financial and technical assistance for private and not-for-profit companies in Quebec, excluding public and political entities. It finances training in new technologies, literacy and more, covering the costs of trainers and teaching materials.

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The grant generally covers up to 50% of eligible expenses, with a maximum of 75% in certain specific cases.
For literacy training projects (literacy, numeracy, digital literacy), the grant covers 100% of eligible expenses including participant wages, up to $25/hour, except for social charges which are not eligible.
The maximum amount of the ministerial contribution is generally $100,000 per agreement with a business, except for certain major projects, online training, or forestry, where a higher amount may be authorized.

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Literacy training (including foundational literacy, numeracy, and digital literacy).
Language training in languages other than French required for employment.
General training (prerequisites for vocational or technical training) and basic training.
Vocational, technical, college, and university training aimed at developing professional skills.
Training to develop generic competencies such as teamwork, problem-solving, information technologies, and interpersonal communication.
Trainer training to enable employees to acquire pedagogical skills for internal knowledge transfer.
Management training to improve human resources management and support workforce competitiveness.
Training related to the introduction of new equipment or new technology to increase productivity.
Training delivered outside production (off-the-job training).
On-the-job task training for acquiring new skills specific to new responsibilities.
Other pedagogical methods, including classroom training, remote learning (synchronous/asynchronous online training), and blended learning formats, provided that assessment and validation of learning outcomes are ensured.
Training offered outside Quebec when it is demonstrated to be necessary and without alternative within the province.

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$ 16,000

Enhance technical skills of software developers with advanced AI training

$ 16,000

Provide vocational training for unemployed youth

$ 12,000

Upgrade accounting team's skills for new financial software

$ 12,000

Develop a literacy program for immigrant workers

$ 13,000

Deliver photography workshops and skills assessment for youth

$ 13,000

Introduce digital marketing training for new employees

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The applicant must be a private for-profit enterprise, a group of private for-profit enterprises, a municipal administration, an Indigenous community or band council, a non-profit organization, a cooperative, a self-employed worker, or a group of self-employed workers.
The applicant organization must hold a valid Quebec Enterprise Number (NEQ).
The supported project must involve workforce training to enhance the competencies of employees in employment positions related to the needs of the business or the labor market.
Eligible projects require a detailed training plan demonstrating how the training supports skill development and workforce retention.
Training must primarily be offered in French, except for specific circumstances described by the program guidelines.
Employees eligible for training must meet the general eligibility requirements for employment assistance measures.
Telecommuting employees are eligible if they reside in Quebec and are employed by a Quebec-based enterprise conducting its main economic and decision-making activities from Quebec.

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Private for-profit companies
Groups of private for-profit companies
Municipal administrations
Indigenous communities and band councils
Non-profit organizations
Cooperatives
Self-employed workers
Groups of self-employed workers

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Municipal and paramunicipal administrations (e.g., cities, municipalities, MRC, economic development corporations, public transportation agencies).
Provincial and federal parapublic organizations (e.g., Investissement Québec, Hydro-Québec, SEPAQ, SADC/CAE, Parks Canada, etc.).
Private and public training institutions (e.g., school service centers, schools, colleges, universities).
Health and social services institutions (e.g., CIUSSS, CISSS, CHSLD, GMF, and other entities in the health and social services network).
Ministries and agencies of the Government of Quebec subject to Chapter III of the Loi sur l'administration publique and whose personnel is appointed pursuant to the Loi sur la fonction publique du Québec.
Ministries and agencies of the federal government subject to the Public Service Employment Act.
Political parties or associations.
Organizations listed as ineligible for public contracts in the Registraire des entreprises (RENA).
Companies with unresolved debts to the Ministry, except under a written repayment agreement.
Applicants who have failed to meet their obligations with the Ministry after formal notice regarding a previous grant.
Companies engaged in controversial activities where association with the Ministry would be unreasonable (e.g., recreational cannabis).
Companies whose activities are halted due to a strike or lockout.
Companies subject to francization obligations under the Charter of the French Language that do not comply with the related requirements.

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Analysis of training needs
Skills assessment
Development and adaptation of training content
Purchase of training
Development, adaptation, purchase, and rental of educational and didactic material
Evaluation tools
Salaries or fees of trainers
Indirect costs for trainers (travel, meals, accommodation, etc.)
Salaries of workers during training (excluding benefits, commissions, or other forms of remuneration)
Indirect costs for workers in training (travel, meals, accommodation, etc.)
Management, administrative, and project implementation expenses incurred by a delegated organization or group of companies, up to 10% of eligible costs (e.g., banking fees, necessary supplies, costs for access to a delivery platform, etc.)
General expenses for persons with disabilities
Non-recoverable portion of taxes for non-profit organizations (NPOs)

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Companies located in Quebec.

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Impact on the retention of workers in employment.
Alignment with the strategic objectives of the company and identification of areas requiring improvement.
Analysis and justification of the company’s training needs.
Establishment of priorities for training initiatives.
Development and organization of training activities, including a detailed training plan outlining: targeted positions, identification of employees, training objectives and expected results, activities, duration, schedule, pedagogical framework, costs, attestation of training, and follow-up/evaluation methods.
Justification of the chosen trainer and assurance of no conflict of interest.
Potential to enhance employee skills and overall business productivity.
Evaluation of the sustainability and transferability of the new skills acquired through training.
For projects above standard financial limits, assessment by the Direction des mesures et services aux entreprises based on operational guidelines.

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Formations must generally be delivered in French; exceptions apply only in specific cases, such as the unavailability of equivalent training in French or exclusive offerings outside Quebec.
The duration of a training agreement is typically up to one year, with possible extensions to a total maximum of three years if justified.
Employers are responsible for choosing the trainer, subject to Ministry approval and conflict-of-interest checks.
An attestation of completion for the training must be provided to participating employees.